How to build a meaningful compensation scheme for employees

When it comes to workforce compensation, the definition of fair is not so easy!

Ok! The first level should be easy: your compensation strategy has to ensure there is no discrimination (gender, ethnicity, age,…).

How to build a meaningful compensation scheme for employees

The second level is trickier, because this is when fairness does not mean equality. I am talking here about criteria such as performance results, cost of living, market rates, country benefits, job drudgery, financial results per business unit and sales incentives. Here, you need to find a good formula.

The third level is out of today’s discussion. This concerns compensation exceptions where unfairness is needed for business-critical reasons: retention of key talent or an increased offer to a top-notch candidate.

Modern compensation solutions allow you to organize, run and administer your compensation strategy end-to-end. They come with multiple features to automate calculations, enforce your rules, control user input, raise exceptions and many others…

So what can possibly go wrong?

Here are three important elements to take into consideration:

The human factor

The most obvious element that is difficult to control is the human factor. How can you ensure the responsible person to distribute compensation is unbiased?

One possibility is to remove this factor from the process! Some organizations automate the entire compensation distribution process. This can be about giving a bonus to only a subset of the company and based the department’s financial results. Or about managing compensation through salary grids/matrices and automatic adjustments.

This is just a minority because most organizations want to be able to consider the employee’s performance. A more common process tries to eliminate the human factor from the compensation process only. This means the employee compensation is automatically calculated based on formulas that can include some individual goal achievements or overall performance results, but there is a clear separation between talking performance and talking money. I guess this worth a future article on how to insure a fair performance evaluation!

Finally, the last approach is to give the manager the possibility to manage their budget. This is the best solution for me because:

  • You expect engagement from your managers, they expect in return that you trust them
  • Even with the best formula, you will miss some context that only the manager is aware of
  • It brings flexibility into the process

Modern compensation solutions help to secure data entered for managers and compensation administrators. Here are three examples:

Boundaries – while giving some flexibility to managers on how they want to distribute their budgets within their team, you can fix some lower or upper limits as a percentage value or as an absolute amount. These limits can be dependent on the current salary or mixed with other criteria such as performance or compa-ratio for instance.

Alerts – modern solutions are changing the way you work. The objective is to help you directly focus on the most important items. Alerts are used this way so that you will first look at exceptions and questionable compensation proposals instead of going line by line through the entire worksheet. It is possible to set up any kind of alert e.g. an employee who would be granted a more than x% salary increase while their performance is poor.

Justifications – In addition to having all history kept in the solution (who, when, how much), you may ask for justifications on certain conditions. That way, the manager who wants to give an extra increase or generally giving low salary increases to a specific person would have to explain this. This will be tracked in the system and requires an approval process including an audit.

The missing parameter

You define your compensation strategy the same way a star chef prepares their menu. Using multiple ingredients and great expertise, the objective is to make all customers satisfied and ensure they will not regret their choice even when glimpsing at their friends’ plate.

A dish can be ruined because you may have forgotten one ingredient. A compensation strategy can be unfair because you forgot one parameter when designing it.

Some parameters should simply be forgotten! This is the level one rule. Elements like gender, ethnicity, disability or age should not be taken into consideration for any eligibility rule, formula or filter.

 Source: Statista
Source: Statista

However, do not underestimate side effects. For instance, let’s say you want a bonus being prorated based on the duration the employee has been working in the department or business unit. I see sometimes this duration be prorated based on number of days in different assignments. Depending on the system you are using and the way it is set up, it may be that you are excluding paternity/maternity leave from the calculation. Most probably this is not on purpose but, doing so, you just created a difference between women and men as part of your calculation.

There is no one magic formula and this is the reason why you need a compensation solution that

  • Is flexible, allowing for multiple plans with specific eligibility and rules definition.
  • Allows you to do simulations to validate and rework your rules
  • Is integrated with your HR system (admin and talent) to be able to build rules based on any parameter

 The country budget bias

Another side effect I discovered and discussed with two international companies recently was linked to the country budget.

The compensation mechanism was based on three principles:

  • A team can be international
  • Manager is given a budget they can distribute with some flexibility within their team
  • The manager has to ensure that they are distributing according to the country budget

Here is an example:

Let’s say the UK decides on a 2% bonus (of the total wage bill) and Germany for a 3% bonus. A manager with a mix of employees from the UK and Germany will have a budget defined the following way:  Budget = UKbudget + GERbudget (where UKbudget=2% of total salaries of employees from UK and GERbudget=3% of total salaries of employees from Germany).

Then, to be in line with the third principle, this manager has to ensure that the overall bonus is distributed to his UK employees will not go over the UKbudget and same for his German employees.

It does not seem too bad! We can all understand that an international company may have different compensation strategies per country and, for legal reasons, have to ensure country budgets are given to employees from the same country. Also this could work if the amount was forced to the exact number (2% for UK employees, 3% for German employees).

But remember second principle was for the manager to have some flexibility. Let’s take an extreme example, the manager has 10 employees on the German payroll and 1 employee on the UK payroll!

The manager can distribute different bonuses to their German employees. They can give 5% or more to the best achiever as long as he does not go overall above the 3%. What about the UK employees? Here there is no more flexibility. He/She can simply not go above the 2% even if he/she might be the valued resource on the team!

Fair compensation requires some thinking, lots of testing and a modern compensation tool to ensure you reflect your company’s values, your business requirements and your industry specifics.

About the Author:

With a strong background in supporting, developing, maintaining, implementing and demonstrating HR oriented solutions, Nicolas Bouché understands the impacts of HR transformation projects. You can find more information on LinkedIn. Views are his own.

Top 10 Algorithms of Machine Learning

In this modern world technical revolution has taken place thus artificial intelligence and machine learning has come into existence because of its accurate predictions. However day by day it will gain more attention in industries. Thus first of all as an engineer’s we should be well known to these advanced techniques of machine learning and its algorithms.

Importance of Machine Learning: Machine learning is a field of Artificial Intelligence, which is allowed to software applications for making accurate results. Algorithms are built through which input is received and after statistical analysis output value is predicted. Because the algorithms are trained from dataset and thus learn from data finally improved results are predicted. Machine learning algorithms can be supervised, unsupervised and reinforcement learning. Let’s discuss them one by one: 

Supervised learning: In supervised learning algorithms training of model is done using some previous dataset. It requires humans for providing input and output. With some previous dataset training of model is done. After completion of training, algorithm applies the learnt things for prediction of new data.

Unsupervised learning: For more complex problems unsupervised learning is used. Interferences of dataset from input data is drawn. It is done for unlabelled data so cluster analysis method is used i.e from data it finds patterns from unclassified data. 

Reinforcement learning:  This type of learning is based on self-learning process. Machine learns its behavior by using feedback from the environment to maximize its performance.

10 algorithms of Machine Learning:  There are some machine learning algorithms for beginners available. These algorithms are:

  1. Linear Regression: For statistical technique linear regression is used in which value of dependent variable is predicted through independent variables? A relationship is formed by mapping the dependent and independent variable on a line and that line is called regression line which is represented by Y= a*X + b.

Where Y= Dependent variable (e.g weight).

X= Independent Variable (e.g height)

b= Intercept and a = slope.

  1. Logistic Regression: In logistic regression we have lot of data whose classification is done by building an equation. This method is used to find the discrete dependent variable from the set of independent variables. Its goal is to find the best fit set of parameters. In this classifier, each feature is multiplied by a weight and then all are added. Then the result is passed to sigmoid function which produces the binary output. Logistic regression generates the coefficients to predict a logit transformation of the probability. These machine learning algorithms are mostly used for Stock market Prediction systems.
  1. Decision Tree: It belongs to supervised learning algorithm. Decision tree can be used to classification and regression both having a tree like structure. In a decision tree building algorithm first the best attribute of dataset is placed at the root, and then training dataset is split into subsets. Splitting of data depends on the features of datasets. This process is done until the whole data is classified and we find leaf node at each branch. Information gain can be calculated to find which feature is giving us the highest information gain. Decision trees are built for making a training model which can be used to predict class or the value of target variable.
  1. Support vector machine: Support vector machine is a binary classifier. Raw data is drawn on the n-dimensional plane. In this a separating hyperplane is drawn to differentiate the datasets. The line drawn from centre of the line separating the two closest data points of different categories is taken as an optimal hyperplane. This optimised separating hyperplane maximizes the margin of training data. Through this hyperplane, new data can be categorised.
  1. Naive-Bayes: It is a technique for constructing classifiers which is based on Bayes theorem used even for highly sophisticated classification methods. It learns the probability of an object with certain features belonging to a particular group or class. In short, it is a probabilistic classifier. In this method occurrence of each feature is independent of occurrence another feature. It only needs small amount of training data for classification, and all terms can be pre-compute thus classifying becomes easy, quick and efficient.
  1. KNN: This method is used for both classification and regression. It is among the simplest method of machine learning algorithms. It stores the cases and for new data it checks the majority of the k neighbors with which it resembles the most. KNN makes predictions using the training dataset directly.
  1. K-means Clustering: It is an unsupervised learning algorithm used to overcome the limitation of clustering. To group the datasets into clusters initial partition is done using Euclidean distance. Assume if we have k clusters, for each cluster a centre is defined. These centres should be far from each other, and then each point is examined thus added to the belonging nearest cluster in terms of Euclidean distance to nearest mean, until no point remains pending. A mean vector is re-calculated for each new entry. The iterative relocation is done until proper clustering is done. Thus for minimizing the objective squared error function process is repeated by generating a loop.
Final results of the K-means clustering algorithm are:
  • The centroids of the K clusters, which are used to label new entered data.
  • Labels for the training data.
  1. Random Forest: It is a supervised classification algorithm. Multiple numbers of decision trees taken together forms a random forest algorithm i.e the collection of many classification tree. It can be used for classification as well as regression. Each decision tree includes some rule based system. For the given training dataset with targets and features, the decision tree algorithm will have set of rules. In random forest unlike decision trees there is no need to calculate information gain to find root node. It uses the rules of each randomly created decision tree to predict the outcome and stores the predicted outcome. Further it Calculate the votes for each predicted target. Thus high voted prediction is considered as the final prediction from the random forest algorithm.
  1. Dimensionality Reduction Algorithms: It is used to reduce the number of random variables by obtaining some principal variables. Feature extraction and feature selection are types of dimensionality reduction method. It can be done by PCA, Principal component analysis is a method of extracting important variables from large set of variables. It extracts the low dimensionality set of features from high dimensional data. It is used basically when we have more than 3 dimensional data.
  1. Gradient boosting and Ada Boost Algorithms: Gradient boosting algorithm is a regression and classification algorithm. AdaBoost only selects those features which improves predictive power of the model. It works by choosing a base algorithm like decision trees and iteratively improving it by accounting for the incorrectly classified examples in the training set. Both of algorithms are used for the boosting of the accuracy of predictive model.

In the nutshell, we can say that machine learning is one of the top-rating technologies these days. Machine learning as a service is in trending. In this article, we have discussed 10 basic algorithms of machine learning for the beginners. By using these algorithms we can develop machine learning applications within few hours and days.

7 Ways to Become a More Successful Recruiter

7 Ways to Become a More Successful Recruiter

7 Ways to Become a More Successful Recruiter

How to become a more successful recruiter is a major concern of today’s modern recruiters.

The war for talent is raging on, and recruiters are facing new challenges. Do you have what it takes to thrive in today’s highly-competitive recruiting industry?

What makes a successful recruiter?

Recruiting industry has been going through a period of immense change in the last few years.

Unlike before, today’s labor market is completely candidate-driven.

According to research, 90% of recruiting professionals think that today’s labour market is candidate driven.


Consequently, finding and hiring ideal job candidates, especially those with in-demand skills, has become an extremely hard, expensive and time-consuming endeavor.

As the “War for talent” is getting more and more intense, recruiters are faced with new challenges which have changed the way we recruit.

The recruiters who are ready to embrace these new challenges will be successful, while the others will be left behind.

How to become a more successful recruiter?

In order to successfully tackle these new challenges and get ahead in the talent game, recruiters must adopt new recruiting strategies, tactics and tools.

Here is the list of the 7 most important recruiting strategies that will help you become a more successful recruiter.

1. Build talent pools

Gone is the time when you could post your job opening on a job board and wait for a great candidate to come to you.


Because only active job seekers visit job boards.

The war for talent is raging on, so your best job candidates are passive job seekers. These passive job seekers are candidates who aren’t actively looking for a new job, but would be willing to accept a better offer.

73% of candidates are passive job seekers who are not actively looking for new job opportunities.


In order to become a more successful recruiter, you need to go out there and proactively source and attract these passive job seekers. You need to become a talent sourcing pro.

You can’t afford to wait for the new positions to open to start recruiting.

You need to constantly build pools with great talent.

That way you will have the perfect candidates even before you have a new job opening!

2. Focus on candidates

When job market was employer driven, it made sense to focus on the wishes, wants and needs of employers.

But things have changed.

Now the job market is candidate driven, so you have to focus on your candidates.

In order to become a more successful recruiter, you have to focus on candidate’s wants and needs, hopes and fears. You need to understand what candidates are looking for from employers.

Why is this important?

First, when you know what really motivates your candidates, you can use that knowledge to attract them. You can turn your company’s employee value proposition (EVP) into a real magnet for attracting candidates.

Second, getting to know your candidates on a deeper level can help you build and maintain relationships not only with current, but also past and potential future candidates.

You will excel at candidate relationship management and build better talent pools.

Finally, you can encourage candidate engagement and significantly improve candidate experience.


3. Utilize specialized recruiting software

Today’s technology offers a great variety of specialized recruiting software which can automate, streamline and improve different stages of your recruiting process.

There are modern HR tools that offer all-in-one solution for finding attracting, engaging, nurturing and converting candidates into job applicants.

Adopting these tools will give you a huge competitive advantage in the war for talent.  


Before getting a recruiting tool,  you should first identify your recruiting goals and challenges.

This way, you will be able to better understand if you need solutions offered by Applicant Tracking Systems (ATS) or solutions offered by Recruitment Marketing Software.

4. Use data-driven approach

To become a more successful recruiter, you need to make better and more informed recruiting decisions.

You can do that based on the data form your recruiting software.

By tracking and reviewing the most important recruiting metrics, such as time to hire, cost to hire and quality of hire, you can get a clear and precise, data-backed evaluation of your recruiting efforts.


Based on insights that you get form data, you can adjust your recruiting strategies to improve your ROI.

For example, if your data shows that your best job candidates come from referrals, you can stop wasting your money on job boards.

In other words, you can save your time and money by investing in the channels that bring the best results.

5. Use social recruiting

When we say social recruiting, you probably think of posting your job ads on Facebook. Everybody does that these days. If you want to stand out and attract top talent, you need to go a lot further.

In order to become a more successful recruiter, you need to become aware of the power that social media networks hold, and be quick to utilize it.

Social recruiting goes beyond posting current vacant jobs ads on your company’s social network profiles.


You can use social recruiting to proactively search for potential candidates, build relationships with them and encourage them to apply to your vacant job positions.

6. Use employee referrals

To become a more successful recruiter, you have to set up a structured employee referral program.

By using a structured employee referral program, you can find talented people with the help of existing employees. You ask existing employees to recommend candidates from their networks, and you offer them employee referral awards in return.


Employee referral program is your best bet for finding and hiring the ideal job candidate and improving the most important hiring metrics such as time and cost per hire, quality of hire and employee retention.

7. Use marketing tactics

In order to become a more successful recruiter, you need to start using marketing tactics to attract talent. This new trend of using marketing tactics in recruiting is called Recruitment Marketing.

The main goal of Recruitment Marketing is to drive talent to apply for the open positions. In other words, it makes talent come to you.

In order to achieve this goal, you need to develop inventive Employer Branding strategies to build a picture of your company as a desirable employer.

Another important method for attracting top talent is Inbound Recruiting. Inbound Recruiting is a method of creating targeted, branded content to attract and engage talent.

This content needs to be informative and useful for talented professionals you want to attract. It can come in different forms, such as company’s career blog, team blogging about interesting projects, employer branding videos, interesting social media posts, employee stories and career advice.

If you’re looking for some inspiration and best practice examples, check out these great Employer Branding ideas.

Are you ready to become a more successful recruiter?

The above mentioned recruiting strategies are created in order to overcome new challenges in the recruiting industry.

If you follow this 7 recruiting strategies, we guarantee you will upgrade your hiring game, get better results and become a more successful recruiter!

Good Accounting: The Base for Any Growing Business

Imposed by internet “experts”, the “get rich” business model trend puts all of its focus on planning, branding, and marketing. Though crucial for any growing organization, these strategies are only as profitable as they are built upon sturdy financial support. Though being the only practice that effectively manages your budget, accounting is greatly overlooked by new-fangled business advisors. Its importance, however, is just as paramount as ever.

In fact, flawless bookkeeping is the most solid foundation an aspiring business can procure. Without it, any kind of ROI, progress, or growth would be impossible. Here’s why.

  • Staying on Top of Your Expenses

Running a business is never an easy feat, nor an inexpensive one. Particularly for those entering the market, the costs of launching a startup and running a small company can be overwhelming. However insignificant it may seem in the greater scale of things, even a single pen comes with a price that needs to be included in the overall calculation and run through the books. You might never lose sight of large expenses, but if not properly managed, pennyworths may widen the gap between how much your business spends and how much it earns.

  • Managing Cash Flow

Most commonly, these financial nuances are what makes or breaks a business. For no other reason but profitability, an ambitious entrepreneur has to be aware of every coin that comes in or goes out of the company. If well-situated, small business runners can choose to button up their numbers and keep their books on their own or outsource this sensitive task to an accounting firm. The choice is entirely yours, but it is the one you’ll have to make. Without accurate and transparent books, cash flow management is not possible, and without proper cash flow management, no business can move forward.

  • Evaluating Performance

Speaking of moving forward, accounting is essential for a reason or two more. Staying on top of your books means being aware of everything that happens under your leadership, which enables you to gauge the effectiveness of your current workflow and predict future performance with greater certainty. When clean, financial books will tell you exactly where you stand and in which direction you can go from there. After all, acquiring that kind of insight is what being business-savvy is all about.

  • Planning Ahead

Despite being overly superficial most of the time, the so-called internet experts are right about one thing: a business decision is only as good as it is data-based. Filled with numbers, your books are the ultimate source of financial information, and they should be leveraged as invaluable intelligence bases. With one glance, you’ll know everything about your future options, and be able to set projections, adjust goals and plan strategically.

  • Investing and Growing

If aspiring from a small-sized to a fully-grown business, the investment is the one word you should never use lightly. Every decision you make along the way, every marketing campaign you start, and every project you plan on developing will leave a noticeable trace on your budget. Before choosing to improve by investing in a new business venture, you need to know if is such an investment even possible and whether or not it will be profitable in the long run. Calculations of this magnitude cannot be done without good accounting.

Ultimately, successful businesses know no difference between small expenses and costly investments, and both are impossible to keep track of without an effective bookkeeping system. Whether it comes to applying for loans and filing for tax returns, hiring new people and expanding to new markets, or simply purchasing office supplies and throwing office parties, good accounting is what makes a small business opportunistic and eligible for further growth.

Step-by-step guide: How to write, publish and promote job ads?


How to write a great job ad? Where should you publish it and how to promote it to attract the best candidates? Find out in this easy to follow, step-by-step guide!

What is a job ad?

A job ad is an advertisement for an open job position.

The purpose of a job ad is to inform potential job candidates about a new opening and attract them to apply. In order to do that, an effective job ad will highlight interesting information about your company and the benefits you offer.

How to write a job ad that works?

Step #1: Start form job description

If you want to write a great job ad, you first have to have a clear job description.

An effective job description explains your company’s job position and contains all the details about the role you are looking to fill.

You can find some great examples in 500 most common job descriptions templates.

Step #2: Create your candidate persona

Now, take your job description and imagine a person that would be a perfect fit for this position.

This representation of your ideal candidate is called candidate persona. 👩 This persona is formed by defining the characteristics, skills, and traits that make up your perfect hire.

Step #3: Craft your job ad

To write a great job ad, you have to go through few steps – the great 4 Ws. Your job ads need to answer the questions: What, Who, Where and Why. By following this 4 Ws, you will outline the structure of your job ad.

  • What is the job?

 Write a clear job ad title and list the main job responsibilities form your job description

  • Who is your ideal candidate?

List qualifications related to education, previous working experience, technical and soft skills of your candidate persona.

  • Where is your job located?

This is one of the main criteria job seekers use in job search, so be sure to mention it!

  • Why would someone want to work for your company?

Briefly introduce your company and focus on the benefits you offer. Include information about the salary range, exciting projects and perks.

PRO TIP: Customize your job ad

This step is the secret of writing a great job ad that will attract your perfect candidate!

You need to customize the content and tone of your job ad to specifically target your candidate persona. Use your imagination and put yourself in your candidate persona’s shoes!

How to publish your job ad?

Step #1: Publish your job ad on your career site

First and most important, you should publish your job ad is on your company’s career site. Did you know that 60% of job seekers start their search on career sites?


Here are our tired out tips and tricks that will help you get more job applicants from your career site.

Step #2: Publish your job ad on online job boards

Next, you should publish your job ad on online job boards.

Make sure to utilize the job boards where you can publish your job ads for free. Some of the most popular free job boards are Indeed, Monster, Simply Hired, Glassdoor, Stackoverflow and many others.


Here’s how to save your time by publishing your job ad on multiple free job boards with just one click!

How to promote your job ad?

If you want to attract high-quality candidates, it is not enough just to publish your job ad on your career site and job boards. Your best job candidates are passive job seekers, who are not actively looking for a new job. 75% of candidates are passive job seekers. That means they won’t be visiting your career site and searching job boards.

Step #1: Promote your job ad on social media

Social recruiting has become one of the most popular methods for finding and attracting best talent. Social recruiting is using different social media networks (such as Facebook, Twitter, LinkedIn etc.) to actively share and promote your job ads.


Check out our easy to follow Complete Guide on Social Recruiting and learn how to recruit on social networks like a pro!

Step #2: Promote your job ad through referrals

Another great way to promote your job ads is through referrals. Referrals are one of the most effective and most productive modern recruiting tactics. When using structured employee referral programs you can ask your existing employees to help you promote your job ads and motivate them with great employee referral rewards.


Learn how employee referral programs can improve time, cost and quality of hire.

Useful tools

There are many different tools and applications that can help you promote your job ads on Facebook, set up referral programs etc. You can check out the Ultimate list of best HR software by type and chose the one you need.

There are also all in one type of software that can help you with all phases of posting jobs, form writing to publishing and promoting.
With these modern recruiting tools you can access free job description templates, build beautiful career sites (no coding needed!) and publish your job postings on multiple job boards with just one click. You can also set up employee referral programs, create engaging email campaigns and easily share your job postings on social media – all from one easy to use platform!

The Benefits and Challenges of Hiring a Borderless Workforce In Global Economy

Today’s economy is extremely globalized. Many factors contribute to realizing success as a truly global business.

Expanding into other markets isn’t simply a matter of sending a sales team on an overseas mission. There is so much more required. According to a recent report by Accenture, companies need a human capital and HR strategy that is fully aligned with the business growth strategy. Often, the HR component of a business strategy is looked at as a follow-up measure to consider after the advanced team has established some presence in a new market.

To be successful, however, senior leadership must agree that this component isn’t a follow-up, but something that is part of the globalization vision from the very beginning. Additionally, it is critical to find the right balance between international structures and local processes. So, while HR systems will play an integral role in creating global operations that can function in accordance with local norms, establishing local credibility will be a matter of hiring the right people. Local credibility can only truly be achieved through the employment of a relevant and able workforce.

Ideally, it’s nice to think that hiring in a global economy is truly a borderless process. However, this is not the case. Different visa restrictions and legal policies in countries can often prevent the continuous seamless transfer of employees. It is becoming more difficult to bring talent into the United States.

For companies that want to succeed globally, management and leadership need to be well-versed with different countries and cultures. Diversity of board makeup is very important. For example, the board of directors at MasterCard, include executives from the United Kingdom, India, the United States, Mexico, Belgium and Hong Kong. Philip Morris International Management’s board includes members not only from the United States and Europe but also from Mexico and China. Thus, it is often best to bring this talent in from overseas to appropriately lead and orient teams who will be working with a specific region.

Unfortunately, visa requirements are abundant, and companies are finding it increasingly difficult to diversify the way they desire. While H1-B visas are limited and based on luck, another way to bring in talent, even temporarily is through the O-1 visa, for people with “extraordinary ability.” This is especially useful for company superiors and is more acceptable as it does not threaten local jobs. HR professionals need to be aware of possibilities such as these, that allow for a transfer of leadership talent when necessary. In this way, to be both globally efficient and locally responsive when necessary, a company must adapt HR models that are more agile.

A good example is the London-based Diageo, a premium beverages company with offices in 80 countries and a presence in about 180 markets. Diageo created appropriate HR operating models for different markets by using a customized shared services model that provides consistent service to employees and can quickly be adapted to adhere to local market requirements. The company has two centers (in Europe and North America) that serve as virtual hubs, providing faster service to employees, in terms of processing paperwork, legal requirements and more, wherever they are. For instance, a knowledge repository helps standardize functions and process transactions in accordance with local laws for any of Diageo’s offices/markets.

Virtual hubs like that of Diageo’s are only possible due to the major technological advancements in today’s day and age. Digitization has allowed for a plethora of opportunities in terms of streamlining work processes, boosting productivity and efficiency overall. One of the many benefits of digitization that is especially poignant to hiring in a global economy is the ability to work remotely. According to a recent report, 43 percent of American employees spent at least some time working remotely in the past year. So even if it isn’t possible to immediately hire local help in case of a work emergency, or for an entire team to relocate to another country for a short assignment, cross-continental telecommuting is a viable solution. Ease of access today helps with communications amongst worldwide offices, allowing for “borderless” workforces.  

Still, working remotely when it comes to leadership positions is not the smartest business decision, let alone very inconvenient. To be successful in the global economy, global experience and exposure is not a luxury, but a necessity. Sometimes, this sort of experience requires sending American personnel overseas for work. This is often in the form of long-term overseas assignments for employees.

However, there are more creative ways of facilitating this. Take the example of Royal Dutch Shell cited in the report by Accenture. Julian Dalzell — recently retired after 43 years in HR leadership roles with Royal Dutch Shell, employed a different approach. At one point, he had 11 people from his HR team, each with less than five years’ experience, working overseas on short-term assignments in Singapore, Canada, Holland, Brazil, Turkey, Qatar and Kazakhstan, among other locations.

This worked in a myriad of ways. More people were agreeable to sign up for shorter assignments, visa laws were more amicable to short term placements and there was less worry that outsiders were coming in to compete with local talent. Even though overseas assignments require a lot of preparation, Dalzell said “the unintended consequence was that they [employees] came home keen to share the incredible experiences they had and what they had learned. So it sparked an enthusiasm and an energy that we could not have created ourselves.”

In this way, HR processes must be in sync with the growth strategy for any company to succeed globally. Companies must create processes and work in ways that encourage innovation and efficiency at the local level, fostering an attitude of transparency amongst global and local offices, without compromising global set standards. To do so, hiring the right people in the right manner is significant for proper execution. As the world becomes more globalized, it’s easy to overlook some of the barriers that prevent a truly “borderless” workforce. However, with the correct human capital and HR strategies in place, companies will be able to get as close to “borderless” as is possible.

5 super easy Ways to attract the top talent to your organization

5 super easy Ways to attract the top talent to your organization

As a recruiting specialist, you will surely like to win applause for your ability to attract the top talent to your organization. In fact it’s a dream come true if you are able to consistently achieve this over a period of time.

These individuals can significantly push a firm’s productivity to a level that fully represents an organization’s objectives. Such talent is often hard to lure since they are fully aware of the value they can add and many of them would not want to have a career situation where their professional skills are under-utilized.

Attracting and retaining this talent isn’t easy since these individuals think beyond mere monetary benefits, a factor that many employees often prefer to base their career arguments on.

Many aspects come into play when a firm has the intention to recruit top, highly professional and competent professionals. There’s a lot that can be done to get you this pool of super achievers. However, what you must start with is to have the basics in place and here are a few things that you cannot simply forget:

  1. Create a conducive work environment 

In instances where employees are ever subject to overly harsh micro-management, they may get unsettled and start searching for potential employers who can offer conducive work environment. That means employers must establish the right working tools, human resources and an environment that encourages top professionals to deliver their best. In situations where vital work tools or human resources are missing or poorly structured, it may get incredibly hard for some professionals to work best as they would want to and that can only drive them into looking for new avenues that represent their career aspirations. Organizations’ managements should routinely engage their professionals and inquire from them anything they would need to boost their professional commitments in the best way possible.

  1. Recognize your top performers with Rewards & Recognition

You must ensure that your Rewards and recognition program is not merely intrinsic but also extrinsic. Extrinsic motivation is all about getting public recognition as well as external rewards such as bonuses and praise. On the other hand, intrinsic motivation can be considered as even more crucial as it allows employees to feel connected. It gives a sense of autonomy and freedom as well as offers an opportunity for personal growth.

  1. Give your employees some time off from their professional commitments

Though many organizations often perceive vacations as a wastage of valuable work hours, the fact is that employees have so many things to think about besides their professional commitments. If employers hardly give their employees adequate vacation to focus on personal issues such as family, the employees may get so unsettled by such work ethics. That can consequently lower productivity since such poor work ethics may drive some disgruntled top talents to searching for organizations where employees’ welfare is well taken care of through vacation incentives. It has also been proven that organizations that give their employees vacations tend to be more productive than ones that don’t. Top professionals would only want to stick to organizations that give them time to focus on their personal commitments, and in the absence of such motives, it would be very tough for an organization to attract treasured top professionals.

  1. Establish fair and well-balanced promotions within a professional workplace

It is fairly reasonable to argue that an organization cannot expect the same level of professional work input from all its employees. Some professionals obviously give their best to an organization than others and such efforts must be duly recognized and rewarded accordingly. Top professionals always strive to rise the corporate and leadership structure of any organization they are committed to and that factor must be properly recognized. Besides establishing salaries and wage increments for incredible professional efforts, any professional job ranks given to employees who show excellence must also duly deserve their professional inputs. The promotions and incentives should be awarded fairly so that no feeling of mistrust arises among competing employees.

  1. Prioritize Learning & Development as much as Employee Performance

In a cut-throat work environment, we often tend to push as hard as we can without taking any break or waiting for reflect on areas of improvement. This is when we also allow learning to pass us by. While this could have been alright earlier, companies today cannot afford to sacrifice continuous learning. With changes becoming the order of the day for most organizations, to compete effectively you must be geared up to out-think your competition. This can only happen if you build an environment of continuous learning, where personal & professional growth are viewed and valued as profitability.

These are some super easy ways that wouldn’t require a lot of fundamental changes to get the top talent want to work for you. The earlier you work towards incorporating these practices, the easier it will be for you to build a culture where top performers thrive and build their career.

5 Tips While Transitioning from Being an Employee to an Entrepreneur

Deciding to leave your day job and become your own boss is a huge step in your life, which is why you need to take it with utmost care. It’s a huge leap of faith but, if you do it properly, it can be rewarding and completely turn your life around.

However, merely thinking about following your dreams and actually starting your own company are two very different things. It’s not without its share of risks, and it can be very challenging but, if you’re sure that you are ready to do it, the first step you need to take is to forget about the fear of uncertainty and embrace the opportunity for success.

Fear can hold you down, so you need to believe in yourself and your vision, and fully embrace the change. However, switching from an employee to an entrepreneur still requires much more than that, so take a look at the most vital tips that will make your transition smoother and improve your chances for success.

Make a Plan before Quitting Your Job

Before you bid your boss and co-workers farewell, you should make a detailed plan for your new business venture. It takes time for start-ups to properly get off the ground, so planning everything at least several months before you go and quit your job is something that you should not underestimate.

You may have a clear vision of your future company and have it all figured out, but planning every single step that you are going to take in great detail will help you know exactly what you should do to start a successful company.

You need to set clear directions for your start-up and make a business plan that will include your company’s structure, objectives, vision and goals, your target market’s needs, your ideal customers, your unique value proposition, your marketing plan, financing, budget, and everything else that you and your team will do on a daily basis.

Connect with Other People in Your Niche

Building relationships with other people in your niche before you launch your start-up is extremely important because they could potentially become your clients, investors and even partners. They can provide you with expert advice and help you realize your vision.

Go to conferences, local meetups, and seminars where you can connect with thought and industry leaders, and don’t forget about online networks and forums, as they can also provide you with outstanding opportunities to interact with professionals who will support you once you launch your business.

If you have a good relationship with your boss and feel like you can share your plan with them, you can ask them for advice. You never know – maybe you end up collaborating in the future, so don’t burn any bridges when you decide to leave your job.

Get the Funds You Need

Financing your business is one of the most important steps to take, so make sure you get the funds you need well in advance. If you don’t have enough savings to fund your business on your own, there are many ways to finance your business, such as crowdfunding or getting a bank loan, for instance.

Whatever you choose, make sure you take into account the salaries, marketing expenses, equipment purchases, and all the other expenses that your budget will need to cover.

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Start Small

Before leaving your job, you can start your company on a small scale, so that you can test everything and see whether or not your ideas are actually realizing the way you want them to. This is an excellent opportunity to get customer feedback and make proper adjustments before you scale up.

Think about Outsourcing

Is outsourcing ideal for start-ups? The answer is definitely yes because it is very cost-effective and can bring you many benefits. However, you need to know which processes to outsource for the best outcomes. For instance, you can stick to outsourcing marketing and payroll functions when you’re just starting out, and work out outsourcing other business processes as you grow.

These are the most important steps to take when you decide to take the plunge and transition from an employee to an entrepreneur, but remember that the transition is much more complex and requires plenty more steps and challenges. Regardless, if you do everything right, it will be exceptionally rewarding, as you will do something that you love, and nothing is more important than that.


HR Challenge – Ensuring That Both The App and The Development Team Are Working As They Should

Forward Productivity

There are a lot of things which go into designing a software development team. Consider front-end designers, whose coding language handles the basic presentation of your company’s development project. Now consider backend developers, whose expertise is used for a variety of applications on a given page. Now consider mobile app developers, which has its own idiosyncrasies pertaining to compatibility.

Justifying everything together can be very difficult, and you need metrics which will help you to define that which works, and that which doesn’t. According to Stackify.com, when it comes to measuring software development team productivity, there are quite a few different schools of thought; one expert put it succinctly: “Working software is the primary measure of progress.”

Ideally, whatever solutions you bring to bear on your online solution, they should work as they’ve been designed to. In order to determine whether this is the case, as the experienced guys from Picnet like to emphasize – you’ll need to continuously test everything – both in the software development team and in the HR department.

In the development team, they mostly rely on load testing. If you’re not familiar, load testing is exactly what it sounds like: you’re stretching software to its limit to determine the “load” of activity it can handle. Ideally, it should be able to handle things several levels of magnitude higher than statistically traditional traffic. If you do well, you’re likely to have some spikes on occasion; you want to be prepared for them.

Employee Considerations

Still, even if you’ve got the absolute best software solutions around, if you don’t have the right team working with it, you’ll likely see productivity that is inferior to your business’s ability. If those who work on your software don’t have their “heart” in it, you may be leaving money on the table.

There is an old saying: the man who is lazy is a relative of the man who destroys. Basically, this saying is pointing out that a lack of diligence in work can be just as damaging as deliberate destruction. With tech people, you’ve really got to be careful with this. You want passionate, motivated individuals working for you. You don’t want lackluster, antisocial and egotistical techies who hold those that don’t think in programming languages as inferior to themselves.

Such individuals will design something which may work for a while, but should it have a tiny error that is transmitted through dint of simple human imperfection, getting them to fix that error may be like pulling teeth. The egotistical aspect of such an individual’s personality won’t allow them to admit they did something wrong until there is no other explanation for poor software activity.

The Right Team And The Right Numbers

Part of ensuring that your software runs as you intend means getting a design team who will take your instruction. You shouldn’t be having arguments. You’re the boss, even when you’re “wrong”, you’re “right”.

Finding such individuals may be easier said than done. If you’ve got multiple open positions and multiple viable candidates, you might hire two and set them into professional, “friendly” competition against one another within your business. This can facilitate motivation without you having to stand behind either and keep the candle lit, as it were.

Remember to ensure that mobile connectivity and utility are paramount in your forward software designs. This method of web connectivity defines modernity, and avoiding it will definitely hamper the effectiveness of any online solutions you’re able to acquire for your business.

Lastly, keep good numbers on everything. You’re looking for traffic increase that is progressively better, expanded clientele acquisition, and increasing profit. This should rise in a reliable way that you can build your budget around. The right software will help. The bad software will hamper you. Using good employees, keeping numbers, and finding techniques to motivate that are oblique as outlined earlier can definitely help you acquire the best software solutions.

3 Reasons to Implement AI in Your Workplace

There are a lot of misconceptions concerning artificial intelligence circulating in public discourse. Classical works of science-fiction have taught us to think about A.I. either in terms of killer robots, god-like computers, and sly androids, or as the saviors of mankind in the form of automated workers, benevolent star-ship operators, or friendly house servants. The truth is, at least in the present moment, that contemporary artificial intelligence systems are much less proficient at things we thought they would be good at according to works of fiction. However, they are simultaneously pretty skilled and efficient at performing other kinds of tasks, albeit ones which are not as immediately awe-inspiring and spectacular.

There are many websites that deal with improving your business in different ways, such as Bootstrap Business, however, in this article, we will examine how artificial intelligence is being introduced into the realm of everyday business operations. While these applications of A.I. might not seem impressive at first, they are nonetheless transforming the way we work in important ways, and here is how.


One of the defining features of A.I., and computer science, in general, is the use of formal syntax. Code is structured according to a strict set of rules, which is what allows it to communicate with hardware in order to perform particular tasks. A beneficial side-effect of the formal nature of code is that it is especially suited for working on problems which are expressed in a similarly formal language. This is why computers are so good at doing math. A less obvious example of where the computational power of A.I. can be used is in the legal profession. The law is also a system of strict rules and regulations, which are expressed in precise terminology. This makes it suitable for machine analysis. For instance, court rulings can be analyzed for particular terms in order to find a common pattern, i.e. that cases which involve a particular offense are more likely to be resolved in favor of the defense. A.I. systems can go through millions of case files in a fraction of the time it would take a person, giving legal experts a powerful tool for understanding and predicting court outcomes.

Document Generation

Not only can A.I. assist with analysis, it can also produce data of the same kind it analyzes. By establishing that there are patterns in the way particular kinds of language are used, the A.I. gains the ability to mimic them. For example, if you feed a large number of similarly structured financial reports into an A.I. capable of machine-learning, it will eventually figure out how to write them itself. To give you an idea of how this works, imagine you have simple spreadsheet document with one column representing countries, and another representing their GDP. We can use this document to reach and express certain conclusions, such as that the GDP of the USA is bigger than Brazil’s for instance. However, doing this for every possible relation between the given data would take a long time to write for a person. Fortunately for us, an A.I. can figure out that the formal relation between columns can be expressed in a natural language such as we used above. This makes it possible to automatically generate things like financial reports, meteorological predictions, email invitations, etc.

Virtual Assistants

Another area where A.I. found its use is in automating standard office procedures. The functioning of every workplace depends on a host of repetitive activities which are not directly related to the services a company provides, but are nonetheless essential for everyday functioning. This includes arranging meetings, communicating memos, keeping track of case files, finding relevant documents, replying to common customer etc. This used to be the task of various middle management types, but recently virtual A.I. assistants have started taking over this line of work. Keeping track of important but uninteresting information is something A.I. excel at, and people find boring and mundane, so it makes sense to leave this kind of work to them. In other words, A.I. assistants can work in tandem with IT services departments to drastically reduce office busywork and red tape through technological means. This allows employees to focus on solving challenging, creative tasks, instead of concerning themselves with trivial work.


A.I. systems are making more and more inroads into the world of everyday work. And yet a lot of their potential still remains completely untapped. While it is hard to make concrete predictions about what the future holds for, we can at least be certain that it will involve more and more A.I. in the positions of fellow workers, instead of just tools.